Paycheck Fairness Act (H.R
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Stmaryscbu^ Lounge of the Campus LIZ BARBER WALKER, Center During Reunion of Maryland Weekend, June 8-10
SPRING 2001 www.smcm.edu Cover photo of the Garden SEGREGATION AT GUADALAJARA of Remembrance taken by ENCOUNTERS Paul Matthai, '74. Look for J l» IwiftRI <•**•) Paul's work in the Aldom AN INTERVIEW WITH PG. 22 StMarysCbU^ Lounge of the Campus LIZ BARBER WALKER, Center during Reunion of Maryland Weekend, June 8-10. PG. to at Historic St. Marys City By Dirk Griffith;79 The College is pleased to announce the Lucy F. Spedden Scholarship, named for the alumna whose gift of nearly a million dollars makes it possible. The gift, established through a bequest, is expected to generate $50,000 a year in new scholarships. Born February 5, 1898 in Fishing Creek, near Cambridge on Maryland's Eastern Shore, Lucy Spedden lived to see her 100th birthday. Better known as "Miss Lucy," she hailed from the Class of 1916. She did not graduate from St. Mary's Female Seminary, leaving school instead to care for an ailing, widowed mother. Diploma or no, she couldn't have been a more loyal alumna. It has been said that Miss Lucy never married because she was manied to St. Mary's. Her personal dedication, leadership, and hard work inspired generations of alumnae. She planned her vacations to coincide with Reunion Weekend and came back to St. Mary's to recruit new members to the fledgling Alumni Association. When alumni records were destroyed in the 1924 Calvert Hall fire, Miss Lucy reconstructed many of them by hand. For many, many years she was an active member of the Washington, D.C. alumni chapter. -
Equal Pay/Compensation Discrimination the Equal Pay Act Requires That Men and Women in the Same Workplace Be Given Equal Pay for Equal Work
Equal Pay/Compensation Discrimination The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered by this law, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits. If there is an inequality in wages between men and women, employers may not reduce the wages of either sex to equalize their pay. An individual alleging a violation of the EPA may go directly to court and is not required to file an EEOC charge beforehand. The time limit for filing an EPA charge with the EEOC and the time limit for going to court are the same: within two years of the alleged unlawful compensation practice or, in the case of a willful violation, within three years. The filing of an EEOC charge under the EPA does not extend the time frame for going to court. Equal Pay/Compensation and Sex Discrimination Title VII also makes it illegal to discriminate based on sex in pay and benefits. Therefore, someone who has an Equal Pay Act claim may also have a claim under Title VII. Other Types of Discrimination Title VII, the ADEA, and the ADA prohibit compensation discrimination on the basis of race, color, religion, sex, national origin, age, or disability. Unlike the EPA, there is no requirement under Title VII, the ADEA, or the ADA that the jobs must be substantially equal. -
Voices of Feminism Oral History Project: Nussbaum, Karen
Voices of Feminism Oral History Project Sophia Smith Collection, Smith College Northampton, MA KAREN NUSSBAUM interviewed by KATHLEEN BANKS NUTTER December 18–19, 2003 Washington, D.C. This interview was made possible with generous support from the Ford Foundation. © Sophia Smith Collection 2004 Sophia Smith Collection Voices of Feminism Oral History Project Narrator Karen Nussbaum was born in Chicago April 25, 1950, the daughter of Annette Brenner Nussbaum, who “did public relations for educational institutions and organizations for the public good for many years,” and Mike (Myron) Nussbaum, an exterminator (1946–70) and actor and director (1967–present). She attended the University Chicago for a year and a half and became involved in the anti-Vietnam War movement. She moved to Boston, working for the antiwar movement there while supporting herself as a clerical worker at Harvard University. She earned a B.A. from Goddard College in 1975. In 1973 Nussbaum and some friends organized 9to5, an organization for women clerical workers, initially in Boston. By 1975, Boston 9to5 had joined other similar groups across the country and they reached out to a mostly unreceptive labor movement. SEIU, however, welcomed them and Local 925 was born. In 1981 the union expanded to a national jurisdiction and became SEIU District 925. Nussbaum was president of the 925 union and executive director of 9to5 until 1993. In 1993 President Bill Clinton appointed her as director of the Women’s Bureau of the U.S. Department of Labor. In 1996 she went to the AFL-CIO to head up the newly created Working Women’s Department, which was phased out in 2001. -
Women's Rights
CARR CENTER FOR HUMAN RIGHTS POLICY 1 SPRING 2021 ISSUE: 006 CARR CENTER FOR HUMAN RIGHTS POLICY HARVARD KENNEDY SCHOOL Women's Rights Reimagining Rights & Responsibilities in the U.S. 2 CARR CENTER FOR HUMAN RIGHTS POLICY Reimagining Rights & Responsibilities in the United States: Women's Rights Carr Center for Human Rights Policy Harvard Kennedy School, Harvard University January 4, 2021 John Shattuck Carr Center Senior Fellow; Former US Assistant Secretary of State for Democracy, Human Rights, and Labor; Professor of Practice, Fletcher School, Tufts University Mathias Risse Lucius N. Littauer Professor of Philosophy and Public Administration; Director for the Carr Center for Human Rights Policy The authors’ institutional affiliations are provided for purposes of author identification, not as indications of institutional endorsement of the report. This report is part of a Carr Center project on Reimagining Rights and Responsibilities in the United States, directed by John Shattuck. The project has been overseen by a faculty committee chaired by Mathias Risse, with the collaboration of Executive Director Sushma Raman, and the support of the Carr Center staff. This research paper was drafted by Katie Stenclik (RA). The authors are grateful to Michael Blanding and Mayumi Cornejo for editing, and Alexandra Geller for editorial and design. Cover image of Shirley Chisholm from the Library of Congress. CARR CENTER FOR HUMAN RIGHTS POLICY 1 Table of Contents 3. Introduction 4 . Setting the Landscape The Modern Woman: Intersectional Identities and Gender Historical Overview of Women’s Rights Key Legislation from the 1960s to Today Key Supreme Court Decisions from the 1960s to Today Political Backlash Against Increased Equal Protections for Women 9 . -
Sex-Based Wage Discrimination Under Title VII: Equal Pay for Equal Work Or Equal Pay for Comparable Work?
William & Mary Law Review Volume 22 (1980-1981) Issue 3 Article 3 March 1981 Sex-Based Wage Discrimination Under Title VII: Equal Pay for Equal Work or Equal Pay for Comparable Work? Faith D. Ruderfer Follow this and additional works at: https://scholarship.law.wm.edu/wmlr Part of the Civil Rights and Discrimination Commons Repository Citation Faith D. Ruderfer, Sex-Based Wage Discrimination Under Title VII: Equal Pay for Equal Work or Equal Pay for Comparable Work?, 22 Wm. & Mary L. Rev. 421 (1981), https://scholarship.law.wm.edu/wmlr/vol22/iss3/3 Copyright c 1981 by the authors. This article is brought to you by the William & Mary Law School Scholarship Repository. https://scholarship.law.wm.edu/wmlr NOTES SEX-BASED WAGE DISCRIMINATION UNDER TITLE VII: EQUAL PAY FOR EQUAL WORK OR EQUAL PAY FOR COMPARABLE WORK? The number of women entering the labor force has risen steadily during the past half-century,1 but women have not achieved wage equality with their male colleagues in the workplace.2 After many years of abortive legislative efforts,3 Congress enacted two statutes now used to remedy sex-based wage discrimination: the Equal Pay Act of 19634 and the Civil Rights Act of 1964. 5 The Equal Pay Act, 1. In 1978, 50% of all women in the U.S. were employed in labor outside their homes. Herman, Progress and Problems for Working Women, 30 LAB. L.J. 195, 195 (1979). See W. CHAFE, THE AMERICAN WOMAN; CHANGING SOCIAL, ECONOMIC AND POLITICAL ROLES, 1920- 1970 (1972); Gitt & Gelb, Beyond the Equal Pay Act: Expanding Wage Differential Protec- tions Under Title VII, 8 Loy. -
Organizations Endorsing the Equality Act
647 ORGANIZATIONS ENDORSING THE EQUALITY ACT National Organizations 9to5, National Association of Working Women Asian Americans Advancing Justice | AAJC A Better Balance Asian American Federation A. Philip Randolph Institute Asian Pacific American Labor Alliance (APALA) ACRIA Association of Flight Attendants – CWA ADAP Advocacy Association Association of Title IX Administrators - ATIXA Advocates for Youth Association of Welcoming and Affirming Baptists AFGE Athlete Ally AFL-CIO Auburn Seminary African American Ministers In Action Autistic Self Advocacy Network The AIDS Institute Avodah AIDS United BALM Ministries Alan and Leslie Chambers Foundation Bayard Rustin Liberation Initiative American Academy of HIV Medicine Bend the Arc Jewish Action American Academy of Pediatrics Black and Pink American Association for Access, EQuity and Diversity BPFNA ~ Bautistas por la PaZ American Association of Child and Adolescent Psychiatry Brethren Mennonite Council for LGBTQ Interests American Association of University Women (AAUW) Caring Across Generations American Atheists Catholics for Choice American Bar Association Center for American Progress American Civil Liberties Union Center for Black Equity American Conference of Cantors Center for Disability Rights American Counseling Association Center for Inclusivity American Federation of State, County, and Municipal Center for Inquiry Employees (AFSCME) Center for LGBTQ and Gender Studies American Federation of Teachers CenterLink: The Community of LGBT Centers American Heart Association Central Conference -
Everyone Gets Sick. Not Everyone Has Time to Get Better
Everyone gets sick. Not everyone has time to get better. A Briefing Book on Establishing a Paid Sick Days Standard July 2011 In October, I got very sick with diverticulitis. My doctor put me on bed rest for two weeks. While I was out, my boss hounded me to come back, but I was way too sick. I told him I would be back as soon as I could. I was not receiving sick pay at all. When I did go back to work early, he fired me and told me he needed someone he could count on. I worked for this man for two years. I was shocked. Sometimes things happen and you get sick. How are you to foresee these things? — Heather, Cedar Crest, New Mexico Everyone Gets Sick. Not Everyone Has Time To Get Better. Nearly two in five private sector workers — about 40 million people — don’t have a single paid sick day to recover from common, short-term illnesses. Millions more lack paid sick days to care for a sick child. Workers without paid sick days face an impossible choice when illness strikes. Either they go to work sick or send a sick child to school or daycare; or they stay home, lose pay and risk job loss or workplace discipline. Particularly in this economy, many workers simply can’t afford to jeopardize the economic security of their families by staying home. When workers lack access to paid sick days, contagious illnesses spread through our workplaces and schools. Workers without paid sick days are more likely than workers who have paid sick days to go to work sick with an illness like the flu and to send a sick child to school. -
Co-Sponsor the Pregnant Workers Fairness Act (S
M , 2017 ay 31 Re: Co-Sponsor the Pregnant Workers Fairness Act (S. 1101/H.R. 2417) Dear Member of Congress: As organizations committed to promoting the health and economic security of our nation’s families, we urge you to support the Pregnant Workers Fairness Act. This bipartisan legislation promotes healthy pregnancies and economic security for pregnant women and their families and strengthens the economy. In the last few decades, there has been a dramatic demographic shift in the workforce. Not only do women now make up almost half of the workforce, but there are more pregnant workers than ever before and they are working later into their pregnancies. The simple reality is that some of these women—especially those in physically demanding jobs—will have a medical need for a temporary job-related accommodation in order to maintain a healthy pregnancy. Yet, too often, instead of providing a pregnant worker with an accommodation, her employer will fire her or push her onto unpaid leave, depriving her of a paycheck and health insurance at a time when she needs them most. American families and the American economy depend on women’s income: we can’t afford to force pregnant women out of work. In 2015, in Young v. United Parcel Service, the Supreme Court held that a failure to make accommodations for pregnant workers with medical needs will sometimes violate the Pregnancy Discrimination Act of 1978 (PDA). The Pregnant Workers Fairness Act will strengthen the Supreme Court’s decision in Young, by providing employers and pregnant workers with a clear, predictable rule: employers must provide reasonable accommodations for limitations arising out of pregnancy, childbirth, or related medical conditions, unless this would pose an undue hardship. -
Wioa State Plan Type
State of Wisconsin PY16-19 WIOA Combined State Plan, October 20, 2016 TABLE OF CONTENTS OVERVIEW ..................................................................................................................................................... 3 I. WIOA STATE PLAN TYPE ......................................................................................................................... 4 II. STRATEGIC ELEMENTS ............................................................................................................................ 5 (a) Economic, Workforce, and Workforce Development Activities Analysis .............................. 5 (b) State Strategic Vision and Goals. ......................................................................................... 30 (c) State Strategy ....................................................................................................................... 33 III. OPERATIONAL PLANNING ELEMENTS .................................................................................................. 40 (a) State Strategy Implementation ............................................................................................ 40 (b) State Operating Systems and Policies .................................................................................. 56 IV. COORDINATION WITH COMBINED STATE PLAN PROGRAMS .............................................................. 84 V. COMMON ASSURANCES ...................................................................................................................... -
Congressional Record—Senate S1909
April 12, 2016 CONGRESSIONAL RECORD — SENATE S1909 understand and appreciate what this Revenue Code of 1986 to permanently extend I first learned of the threats they are can do for their constituents, what this increased expensing limitations, and for facing, the U.S. Agency for Inter- can do for the American workplace, other purposes. national Development has provided and how we can help small businesses Mitch McConnell, Daniel Coats, Lamar millions of dollars to nongovernmental Alexander, Bob Corker, Roger F. provide the services and benefits they Wicker, Orrin G. Hatch, Thom Tillis, organizations in Indonesia to try to en- need to provide so they can compete in John Hoeven, Kelly Ayotte, John sure their survival in the wild. this very competitive workforce envi- Thune, Mike Rounds, Roy Blunt, John Important progress has been made. ronment. Cornyn, Pat Roberts, John Barrasso, Back when the program started, it was With that, I yield the floor. Johnny Isakson, James M. Inhofe. feared that the orangutan would be ex- The PRESIDING OFFICER. The ma- Mr. MCCONNELL. I ask unanimous tinct in the wild within 15 years if jority leader. consent that the mandatory quorum nothing was done. That has not hap- AMENDMENT NO. 3464, AS AMENDED call be waived. pened, but their survival is far from as- Mr. MCCONNELL. Mr. President, I The PRESIDING OFFICER. Without sured, as an article in the April 6, 2016, move to table the Thune amendment objection, it is so ordered. edition of the New York Times entitled ‘‘Adapting to Life as Orphans, Fires No. 3464. AMENDMENT NO. 3680 TO AMENDMENT NO. -
The Career Shopper's Guide: a Development Plan Manual for an Employment Resource and Training Service
DOCUSEST RESUME ED 205 717 TITLE The Career Shopper's Guide: A Development Plan Manual for an Employment Resource and Training Service. INSTITUTION Women's Center of Dallas, Tex. SPONS AGENCY Women's Educational Equity Act Program (ED), Washington, D.C. PUB DATE 80 NOTE 379p. AVAILABLE FROM WEEA Publishing Center, Education DevelopmentCenter, 55 Chapel St., Newton, MA 02160 ($13.00). FURS PRICE MF01/PC16 Plus Postage. DESCRIPTORS *Blacks; Career Change: Career Choice; *Career Guidance: Career PlLnning: CommunityResources; Employed Parents: Employed Women; Employers; Employment; Employment Opportunities; Employment QualificatiorA: Family Influence; *Females; *Hispanic Americans: Instructional Materials; Job Applicants: Job Application: *Job Search Methods:Job Skills; Mexican Americans: Minority Groups; Models:Needs Assessment; Outreach Programs: Program Development; Program Implementation: Recruitment; ReentryWorkers; Self Evaluation (Individuals): Teaching Guides; Teaching Methods: Transfer of Training; Underemployment; Unemployment: Values Clarification; *Workshops ABSTRACT This document is a guidebook for counselorsworking with Black and Hispanic Americanwomen, women reentering the workforce, and underemployed/career-changingwomen. The material contains workshop designs, activities, checklists,readings, techniques for recruiting women, and other communityoutreach suggestions. Topics covered included evaluation,developing an employment resource and training service, suggestionsfor conducting a self - directed job search workshop, and -
AAUW Action Fund Congressional Voting Record 115TH CONGRESS (January 2017-September 2018)
AAUW Action Fund Congressional Voting Record 115TH CONGRESS (January 2017-September 2018) Dear AAUW Action Fund advocates, oliticians and policy makers routinely make decisions about issues that directly affect Pwomen and families. The 115th Congress saw legislative victories and defeats on issues impacting women and girls, ranging from attacks on Title IX and defunding Planned Parenthood to bipartisan legislation increasing women’s and girls’ access to science, technology, engineering, and math (STEM). To create real change, women must be part of the conversation, and one of the most powerful places for us to chime in is at the polls. The AAUW Action Fund Congressional Voting Record serves as an accountability tool inside and outside of Washington, D.C. for AAUW members and supporters, providing information about how elected federal legislators vote on critical issues. AAUW and its members and supporters have a long history of lobbying Congress and holding legislators accountable for how they vote on AAUW priorities. We’ve utilized various AAUW and AAUW Action Fund advocacy tools, including the Congressional Voting Record, to remind members of Congress that women are paying attention and will hold candidates’ feet to the fire for their actions—or inactions—on issues important to women and their families. The AAUW Action Fund It’s My Vote: I Will Be Heard campaign harnesses the power of our advocates to increase voter registration and turnout among young women voters, in turn fostering a generation in establishing lifelong voting habits. Using this Congressional Voting Record is a powerful way to ensure that elected officials are held accountable—before and after the election—on critical policy issues for women and families.